Relay Graduate School of Education - Vice President, HR and Talent
Requirements
• Bachelor's degree in Human Resources Management, Organizational Psychology, or a related field • 10+ years of progressively responsible HR experience, including 5+ years at the Director level or above leading HR operations and employee programs throughout the employee lifecycle • 5+ years managing people, including experience managing other people managers • 5+ years of experience aligning and supporting business operations for a geographically dispersed, multi-entity workforce • 5+ years advising leaders on complex employee relations matters related to conduct and/or performance • Professional HR certification (e.g., PHR, SHRM-CP, or a senior-level equivalent) • Multi-state HR experience, with knowledge of compliance across varied jurisdictions • Demonstrated experience setting multi-year HR Talent strategy and building durable, scalable systems (e.g., HRIS, compensation architecture, compliance systems) • Demonstrated experience leading HR through a merger, acquisition, or large-scale organizational integration • Demonstrated ability to lead inclusion and belonging initiatives, including equitable hiring practices, pay equity audits, and employee inclusion programs, using metrics to track success • Advanced knowledge of and experience applying Federal and State employment law across multiple jurisdictions • Experience managing HR systems (HRIS/HRM) and overseeing HR systems integrations • Proficient with Google Suite and Microsoft Office Suite • Advanced degree in Human Resources, Organizational Development, or a related field • Senior-level professional HR certification (e.g., SPHR, SHRM-SCP) • Experience in higher education or K-12 education context • Experience leading HR and Talent during a merger or acquisition
Responsibilities
• Specifically, the Vice President, HR and Talent will hold responsibilities in the following functional areas: • Own HR and Talent Department Strategy & Integration • Own the vision and multi-year strategy for the HR and Talent department, spanning Talent Attraction & Acquisition, People Operations & Compliance, Compensation & Benefits, and Business Partnership & Employee Relations • Own the HR aspects of the Relay/Teaching Lab integration, ensuring one coherent people function, policy set, and system of record across the combined organization • Shape organization-wide strategy and resolve cross-departmental tradeoffs on workforce planning, organizational design, and compensation, in partnership with the COO and the Executive Team • Hold accountability for the performance, sustainability, and results of the HR and Talent department, including whether team members experience HR and Talent as a responsive and trusted resource
Benefits
• Own compensation philosophy, job architecture, and pay equity practices, ensuring fair and consistent pay across the organization • Own total rewards strategy in partnership with the Executive Team, designing direct and indirect compensation programs that fairly pay employees and contractors • Oversee benefits design, eligibility, and ACA compliance, and oversee management of compensation and benefits vendors and data accuracy • Talent Attraction & Acquisition Strategy • Set the vision and strategic direction for talent acquisition, ensuring recruitment priorities align with organizational goals, evolving workforce needs, and long-term talent requirements. • Establish an org-wide talent strategy that strengthens the organization’s ability to attract, assess, and retain high-quality talent across functions and leadership levels. • Shape workforce planning and talent forecasting in partnership with executive leadership, connecting organizational priorities, future capabilities, and staffing needs. • Define the principles, standards, and success measures that promote equitable hiring practices, a strong candidate experience, and consistent recruitment outcomes across the organization. • Evaluate talent acquisition effectiveness using data, market insights, and organizational outcomes to inform strategic decisions and continuous improvement. • People Operations & Compliance Strategy • Set the vision and strategic direction for people policies and the employee/contractor handbook, ensuring they are current, legally compliant, and clearly communicated • Set the vision and strategic direction for people data and data integrity, ensuring the organization has one accurate system of record • Oversee the compliance calendar and lead efforts to manage organizational risk and comply with federal, state, and local legal requirements for a multi-state, multi-entity workforce • Set the vision and strategic direction for onboarding, offboarding, and Tier 1 employee support, ensuring a consistent and welcoming employee lifecycle experience • Oversee management of the performance review cycle end-to-end, including calibration support • Business Partnership & Employee Relations Strategy • Set the vision and strategic direction for how HR and Talent Business Partners serve as embedded strategic partners to function leaders on org design and workforce planning • Set the vision for the organization's approach to employee relations and manager coaching, ensuring issues are addressed early, and coaching measurably reduces repeat issues • Oversee calibration of performance conversations and ratings across teams to ensure consistency and fairness • In consultation with the COO, Executive Team, and General Counsel, provide guidance on the most complex employee relations, conduct, and performance matters, including investigations of alleged misconduct • People Leadership: Lead Directors and Senior Directors • Provide vision, direction, and oversight for direct reports and project team members • Model people-manager competencies that support a positive culture and high productivity, including coaching, feedback, and development planning • Ensure direct reports and project team members successfully achieve annual goals • Monitor team capacity and workload to sustain effectiveness without burnout • Oversee hiring for open roles within the team • Cross-Functional Collaboration • Collaborate with the Executive Team, department leaders, and team members at every level to generate ideas, strategies, and systems that meet organizational goals related to HR and Talent • Serve as the primary point of contact for HR and Talent matters relating to organizational initiatives, policies, practices, and employee relations issues • Lead efforts that build inclusion and belonging for all team members, embedding this lens into HR and Talent's systems and practices • Continuous Learning • Continuous Learning • Stay abreast of key research and guidance in HR, talent acquisition, compensation, and employee relations; attend learning experiences to build relevant skills and competencies • Continuously update job knowledge through conferences, professional publications, and professional networks • Perform other duties as assigned by the Manager, Department leadership, and/or Executive Team. • Relay and Teaching Lab are committed to creating and maintaining a compensation and benefits system that supports our ability to recruit and retain a diverse and talented team. As we make decisions about compensation, we will be guided by the following values: clarity, consistency, and internal equity. The salary range for this role is $144,700 to $247,700. • Relay and Teaching Lab offer a comprehensive total rewards package. For full-time roles, this includes health insurance benefits, disability and life insurance, retirement plan, professional development, gym reimbursement, adoption assistance, paid time off (PTO), parental leave, etc. • Work Location Policy • Employees must have a primary work location within the U.S., where they are legally authorized to work. • Relay Graduate School of Education and Teaching Lab provide equal employment opportunities for all applicants and employees.
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